One Tool for the Multigenerational Workforce you Might be Undervaluing

For the first time in recent history, five generations of workers are now employed side by side. This offers both an opportunity and a challenge to modern companies.

Engaging a multigenerational team can be difficult. But, it is shockingly simple when you exercise one tool: empathy.

You might be wondering — how does the year one was born has anything to do with collaboration? But the reality is, shared experiences can create common personality traits that bind people together in significant ways.

For example, you can expect someone who came of age during a recession to have a vastly different perspective about how the world works than someone who was born shortly after a post­war economic boom. This can create friction in the workplace when ideas are seen as tried and true procedures for some, and ancient history for others.

The key to working with any person different than you is to acknowledge the fact that they’ve also had a different life experience than you. If teams acknowledge that experience, they can begin to learn from one another and grow. When you embrace multiple generations, you are embracing a diversity of thought.

According to a 2015 report on employee job satisfaction and engagement from SHRM, respectful treatment is rated as the top indicator for employee satisfaction and engagement. Here’s how to better respect and understand where employees of each generation is coming from, while leveraging their unique strengths.

Silent GenerationBorn: 1928 to 1945Shaped by: World War II, Vietnam War, Korean War, the Great Depression, the New Deal

Baby Boomers are typically described as optimistic and entrepreneurial. They have faith that the world will improve over time, due to their own experience observing historical changes. Workers from other generations ought to ask Baby Boomers about what keeps their positive energy up.

Baby Boomers are less frugal with their money than the silent generation. As eager consumers themselves, this generation has an excellent grasp on customer behavior.

The group that invented the 60 ­hour work week, Baby Boomers value grit and hard work. Their perseverance can serve as an excellent role model for other team members.

Generation XBorn: 1965 to 1980Shaped by: Watergate, Layoffs, family instability, MTV, the end of the Cold War

Many Generation X­ers had less parental supervision and micro-management during childhood than other generations, as a result of many more mothers entering the workforce. Their self reliance and independence is a great asset to firms.

Members of Generation X are the first group to not be more financially stable than their parents. As they tend to be realists, they bring a practical perspective to companies.

Although Baby Boomers live to work, Generation X works to live. An organization can learn from this group how to achieve a healthy work-life balance.

MillennialsBorn: 1981 to 1997Shaped by: 9/11, the Great Recession, the rise of the Internet, school shootings, after school activities, helicopter parents

Millennials have witnessed several business and social structures collapse in their short lifetimes. When they share feedback, listen — it just might future proof your business.

This group cares about positive impact and finding their life­-purpose more than money. With a millennial on the team, managers can incorporate a big-­picture view to how the company interacts with the world at large.

Millennials grew up in more diverse world. More seasoned professionals ought to learn from them when it comes to building tools and services fit for a diverse audience.

This generation are growing up during a time of instability, so it can be hard for them to envision themselves working at a company for multiple decades. Managers ought to offer emotional investment and mentorship to Generation Z­ers if they hope to attract company loyalty.

Generation Z was shaped by such technologies as the iPhone, digital-­media and online shopping, conditioning them to have a short attention span. These folks know what grabs attention and what doesn’t, so let them share input on marketing decisions.

Due to the increased exposure to digital information, Generation Z­ers are true trend spotters. By learning from them, a company can stay one step ahead of the curve.